The Impact of Non-Standard Work Arrangements and Communication Climate on Organisational and Team Identification and Work-Related Outcomes Amongst Millennials in Chile and the UK

Gleibs, Ilka H.; Alvarado, Andrea Lizama

doi:10.32872/spb.v14i3.35320

Cited by 5 publications

(3 citation statements)

References 68 publications

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“…There is a growing focus on understanding the consequences of precarious work, which largely focuses on job quality and well‐being (Gleibs & Lizama Alvarado, 2019 ; Kalleberg, 2009 ; Llosa et al, 2018 ). However, precarity as a topic has not gained much traction in the (mainstream) social‐psychological literature (but see this special issue).…”

Section: The Framework Of Examination: Social Identity Theory System ...mentioning

confidence: 99%

A social‐psychological examination of academic precarity as an organizational practice and subjective experience

Albayrak‐Aydemir

Gleibs

2022

British J Social Psychol

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Research and teaching conditions have, particularly for those who are junior or from disadvantaged backgrounds, deteriorated considerably over the years in the higher education sector. Unequal opportunities in access and advancement in careers have led to increasing levels of precarity in the higher education sector. Although the concept of precarity has been grasped in many other disciplines, the social-psychological understanding of this concept remains unexplored. In this paper, we aim to develop a social-psychological understanding of precarity to examine how identity dynamics and intergroup relations, as well as associated organizational controls, reinforce inequality regimes and power structures that create precarious conditions in academia. In doing so, we use social identity theory and system justification theory under an inequality regime framework. We argue that even though change towards equality and equity in academia should be possible, it is difficult to achieve this because of entrenched identity interests by power holders and the perceived legitimacy of the existing system. Therefore, academic precarity should be recognized both as a subjective experience and as an organizational practice to make inequalities more visible and decrease the perceptions of legitimacy-and to eventually achieve a fundamental positive transformation in academia.

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Section: The Framework Of Examination: Social Identity Theory System ...mentioning

confidence: 99%

A social‐psychological examination of academic precarity as an organizational practice and subjective experience

Albayrak‐Aydemir

Gleibs

2022

British J Social Psychol

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“…Several scholars have indicated problems with the disproportionate representation ofWestern, Educated, Industrial, Rich, and Democratic contexts in psychology research, and these discussions were also echoed in industrial and organizational psychology (Gleibs & Alvarado, 2019; Muthukrishna et al, 2020). To that effect, recommendations that cater to Western audiences and developed countries have very clear shortcomings when inapplicable to global societies at large, which has become more evident during this pandemic.…”

Section: Setting the Scenementioning

confidence: 99%

How it started, how it’s going: Why past research does not encompass pandemic-induced remote work realities and what leaders can do for more inclusive remote work practices.

Torres¹,

Orhan²

2023

Psychology of Leaders and Leadership

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In response to the increasing prevalence of remote work during and after the pandemic, industrial–organizational psychologists postulated a diverse set of recommendations on key actions based on what we already know about remote work complexities that are well captured in the literature. However, as most recent recommendations were made under light of past studies, which elaborated remote work as a voluntary perk rather than a reactive response under the crisis situation, most of the actual challenges that people experienced while working from home remained untouched. Therefore, with this piece, our aim is to present counterarguments to already published recommendations entailing the core difficulties linked to the forced nature of remote work during the pandemic. We believe that the unique pandemic conditions pose particular complexities that go beyond previously identified ones. Thus, there is a need to underline these unidentified obstacles to better equip leaders and employees working remotely during and after the pandemic conditions. We conclude our article by recommending leaders to evaluate the contextual differences in their organizational settings and take appropriate actions by taking a critical lens in evaluating the latest research.

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“…Several scholars have indicated problems with the disproportionate representation of WEIRD (Western, Educated, Industrial, Rich, and Democratic) contexts in psychology research, and these discussions were also echoed in industrial and organizational psychology (Muthukrishna et al, 2020;Gleibs & Alvarado, 2019). To that effect, recommendations that cater to Western audiences and developed countries have very clear shortcomings when inapplicable to global societies at large, which has become more evident during this pandemic.…”

Section: Recognizing the Viability Of Recommendations That Cater To Western Audiences And Developed Countriesmentioning

confidence: 99%

How It Started, How It's Going: Why past research does not encompass pandemic-induced remote work realities and what leaders can do for more inclusive remote work practices

Torres¹,

Orhan²

2021

Preprint

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This paper presents a critical evaluation of recently published studies that attempted to remedy the remote work and virtual team complexities caused by the COVID-19 pandemic. In response to increasing prevalence of remote work, a diverse set of recommendations was made by summarizing what we know about remote work complexities and how we can combat them. In this piece, we argue that most recommendations being offered fail to serve the needs of leaders of virtual teams and remote workers, as many publications have overlooked the core challenges emerging with the forced nature of working remotely. However, the unique nature of the pandemic poses particular challenges that go beyond previously identified ones. Thus, there is an urgent need to address unidentified obstacles and challenge misplaced recommendations to better equip executives and employees working remotely.

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The Impact of Non-Standard Work Arrangements and Communication Climate on Organisational and Team Identification and Work-Related Outcomes Amongst Millennials in Chile and the UK

Cited by 5 publications

References 68 publications

A social‐psychological examination of academic precarity as an organizational practice and subjective experience

A social‐psychological examination of academic precarity as an organizational practice and subjective experience

How it started, how it’s going: Why past research does not encompass pandemic-induced remote work realities and what leaders can do for more inclusive remote work practices.

How It Started, How It's Going: Why past research does not encompass pandemic-induced remote work realities and what leaders can do for more inclusive remote work practices

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